Human Resource Objectives

Setting Human Resources Objectives

In the human resources (HR) department, there are many different types of objectives which may be appropriate.

Employee engagement

• HR objectives can be focused on employee engagement and involvement. Employee engagement involves listening to staff, involving staff in decision making processes and building relationships between staff and managers. For example, Google allows its employees to spend 20% of their working time on a project of their choice.

Talent development

• HR objectives can be focused on talent development. Talent development involves a business developing their current employees so that they can support the business’s future success.

Training

• HR objectives can be focused on training.

Diversity

• HR objectives can be focused on diversity.

Aligning values

• HR objectives can be focused on aligning values. Aligning values involves ensuring employees have similar values and beliefs to a business’. For example, a business may seek to change an employee’s values, through training, or may only recruit individuals who have demonstrated at interview that their values are similar to those of the business.

Location and skills

• HR objectives can be focused on the number, skills, and location of employees. Human resources (HR) are responsible for recruiting so can determine the number of employees available and the skill set of each of these individuals. HR may also employ staff to work at different locations within the business, for example across several factories or stores.

Influences on Human Resources Objectives

Influences affecting a business’s choice of human resources objectives can be internal or external.

Internal influences

• Objectives of the business will influence the choice of human resources objectives as objectives at a functional or departmental level must support the overall business.

• Availability of internal funding can influence the choice of human resources objectives as this may determine how many vacancies are advertised.

Internal influences continued

• Objectives of the other business functions will influence the choice of human resources objectives. For example, if the operational objectives are focussed on flexibility and require the recruitment of additional temporary staff for the festive period, the human resources department will need to support this through focussing on recruitment.

External influences

• Legal considerations influence the choice of human resources objectives as HR departments will have to comply with laws around recruitment and employment.

• Technological advancements influence the choice of human resources objectives. For example, developments in technology may require HR to organise training on new technologies used in the business.

External influences continued

• Ethical considerations influence the choice of human resources objectives as HR departments may need to consider whether to pay the National Minimum Wage, or whether to use zero-hours contracts.

Human Resource Management

Human resource management can be hard or soft.

Hard human resource management

• Hard HR is where employees are seen simply as a resource to be used.

• Hard HR is where employees are not trusted and will be closely supervised, with little training given.

Advantages and disadvantages of hard HR

• Hard HR allows managers to retain full control of employees.

• Hard HR does not allow employees to contribute their full potential to the business.

Soft human resource management

• Soft HR is where employees are recognised as the most important resource within the business.

• Soft HR is where employees are trusted and given opportunities to develop.

Advantages and disadvantages of soft HR

• Soft HR empowers employees which can increase production and efficiency.

• Soft HR gives employees more freedom so mistakes may occur if employees make poor decisions.